hi,im doing a project on "competency based TNA"i have gone through d site,but i did nt get d questionnaire on this topic.
i found questionnaire on evaluation,bt not on training need analysis/identification.
cud nyone hepl me in this,do reply me soon.
thanks.
From India, Mumbai
i found questionnaire on evaluation,bt not on training need analysis/identification.
cud nyone hepl me in this,do reply me soon.
thanks.
From India, Mumbai
hi , I have a quesstionnaire on TNA .You just check if its useful for you. i have attached the same. Regards ...Diksha
From India, Madras
1From India, Madras
Thanks to Diksha for the TNA questionnaire.
Might I make some observations about competency-based TNA?
TNA or training needs analysis is the process of determining the training needs of a particular individual or group of individuals/whole organisation.
The key word for me here is 'needs'.
Who defines 'needs'?
The answer is - the stakeholders.
Who are the stakeholders?
Well, try this list - I'm sure there's more....
1 - Line Manager - is accountable for the performance and capabilities of his or her team, and so will be keen to make sure that every member of the team is performing at or above the minimum standards today, AND is getting ready to perform at the min standards for the future, even if these require totally new skills or competencies.
2 - Shareholder - who receives the financial benefit or loss arising from any efforts made by all the employees - benefits arising from better profits, loses from expenditure being too high (e.g. on training!)
3 - Training department - who don't want to be seen to be doing a bad job - would rather have a reputation for being a true business partner to line management in adding real value.
4 - Individual employee - would like to do a good job each day, and prepare for a great career in the future.
I notice that not all of these stakeholders are explicitly catered for in Diksha's questionnaire - but this could be easily added to.
Competences frequently aren't considered in terms of performance levels, though this is implied... COMPETENT to a DEFINED STANDARD.
Such DEFINED STANDARDS are usually expressed in terms of performance objectives. In turn, performance objectives comprise 3 elements:
1 - Task/Action/Behaviour - in otherwords, what is to be done or achieved, e.g. unload container ship
2 - Standard - the level this is to be done to or achieved, e.g. unload 25 containers from the ship in each hour.
3 - Condition - under what circumstances is this to be achieved, e.g. during night and day, and in all operating conditions, using standard quay gantry cranes.
If the condition was instead to be "using the ship's own derrick crane" this would perhaps suggest that the standard in (2) needs to be different, e.g. 18 containers per hour, as it simply takes longer.
With this structure it is much easier to structure and design the training to meet specific performance objectives.
So adding a list of such structured performance objectives to Diksha's questionnaire would really help.
Before doing the TNA I would suggest a business case and impact model be developed, which sets the context and scenario under which the training could be justified, such as
"For the past 3 months the rate of unloading containers from ships has averaged 20 containers per hour, and the standard is 22 containers per hour. This has resulted in ships leaving late or not fully serviced, resulting in penalty payments having to be made to the shipping lines. This has so far cost the company $250K. If this continues, penalty payments may exceed $1 million for the year.
Action is required to raise the consistent crane rate for all crane operators to 23 containers per hour within the next 3 months."
By linking the TNA to these kinds of impact statements or business cases, each TNA has a business case and context, so making it easier to get the funding for the training, and making it easier to link training outcomes and business performance measures and the bottom line.
This in turn makes for very good reputation of the training department.
Have a great day!
Best wishes,
Martin
From United Kingdom,
Might I make some observations about competency-based TNA?
TNA or training needs analysis is the process of determining the training needs of a particular individual or group of individuals/whole organisation.
The key word for me here is 'needs'.
Who defines 'needs'?
The answer is - the stakeholders.
Who are the stakeholders?
Well, try this list - I'm sure there's more....
1 - Line Manager - is accountable for the performance and capabilities of his or her team, and so will be keen to make sure that every member of the team is performing at or above the minimum standards today, AND is getting ready to perform at the min standards for the future, even if these require totally new skills or competencies.
2 - Shareholder - who receives the financial benefit or loss arising from any efforts made by all the employees - benefits arising from better profits, loses from expenditure being too high (e.g. on training!)
3 - Training department - who don't want to be seen to be doing a bad job - would rather have a reputation for being a true business partner to line management in adding real value.
4 - Individual employee - would like to do a good job each day, and prepare for a great career in the future.
I notice that not all of these stakeholders are explicitly catered for in Diksha's questionnaire - but this could be easily added to.
Competences frequently aren't considered in terms of performance levels, though this is implied... COMPETENT to a DEFINED STANDARD.
Such DEFINED STANDARDS are usually expressed in terms of performance objectives. In turn, performance objectives comprise 3 elements:
1 - Task/Action/Behaviour - in otherwords, what is to be done or achieved, e.g. unload container ship
2 - Standard - the level this is to be done to or achieved, e.g. unload 25 containers from the ship in each hour.
3 - Condition - under what circumstances is this to be achieved, e.g. during night and day, and in all operating conditions, using standard quay gantry cranes.
If the condition was instead to be "using the ship's own derrick crane" this would perhaps suggest that the standard in (2) needs to be different, e.g. 18 containers per hour, as it simply takes longer.
With this structure it is much easier to structure and design the training to meet specific performance objectives.
So adding a list of such structured performance objectives to Diksha's questionnaire would really help.
Before doing the TNA I would suggest a business case and impact model be developed, which sets the context and scenario under which the training could be justified, such as
"For the past 3 months the rate of unloading containers from ships has averaged 20 containers per hour, and the standard is 22 containers per hour. This has resulted in ships leaving late or not fully serviced, resulting in penalty payments having to be made to the shipping lines. This has so far cost the company $250K. If this continues, penalty payments may exceed $1 million for the year.
Action is required to raise the consistent crane rate for all crane operators to 23 containers per hour within the next 3 months."
By linking the TNA to these kinds of impact statements or business cases, each TNA has a business case and context, so making it easier to get the funding for the training, and making it easier to link training outcomes and business performance measures and the bottom line.
This in turn makes for very good reputation of the training department.
Have a great day!
Best wishes,
Martin
From United Kingdom,
hi
yaar this questionnair is really good. i was sitting hopless and tensed coz i have v liitle time for developing my training program and needed a good questionare. well this was agr8 help. this place is good for HR people yaar.
:D
chao....
yaar this questionnair is really good. i was sitting hopless and tensed coz i have v liitle time for developing my training program and needed a good questionare. well this was agr8 help. this place is good for HR people yaar.
:D
chao....
Hi..I am doing my internship in an IT industry...Training need analysis is my project....can some 1 plz tell me how to handle it.....??
Your Questionnaire is very well formatted and suitably good enough for the corporate world. I am a trainee and i needed it for HR project. Thank You Anoop
From India, Delhi
From India, Delhi
Hi,
linked to this site not too long ago but i just want to say kudos to all you out there contributing to this. It's really a good site, and pushes you to improve on your expertise with all the suggesstions, proposals, samples etc. It's Great!
Regards!
Martha
From Ghana, Accra
linked to this site not too long ago but i just want to say kudos to all you out there contributing to this. It's really a good site, and pushes you to improve on your expertise with all the suggesstions, proposals, samples etc. It's Great!
Regards!
Martha
From Ghana, Accra
hi
i went through your questionaire it was good ... iam in search of questionaire on TNA for a retail industry especially for a mobile selling industry can anyone help me on that.
regards,
vaishnavi saravanakumar:icon1:
From India, Delhi
i went through your questionaire it was good ... iam in search of questionaire on TNA for a retail industry especially for a mobile selling industry can anyone help me on that.
regards,
vaishnavi saravanakumar:icon1:
From India, Delhi
hey i am a management student, we have a presentation in traning and development where in i am supposed to do a TNA of my classmates and then provide a training session with activities. can someone please guide me with a questionnaire on tna like what questions should i ask? how do i conduct a TNA of my class mates? plz help urgenly. thanking you.
guys plz help, im new to this site... so just posting it here... plzzzzzzzzzzzzzzzzzzzzzzzzzz plzzzzzzzzzzzzzzzzzzzzzzzz plzzzzzzzzzzzzz plzzzzzzzzzzzzzzzzzzz help...
From India, Mumbai
guys plz help, im new to this site... so just posting it here... plzzzzzzzzzzzzzzzzzzzzzzzzzz plzzzzzzzzzzzzzzzzzzzzzzzz plzzzzzzzzzzzzz plzzzzzzzzzzzzzzzzzzz help...
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Sample Competency Based Interview Questions.doc
Competency-base d HR Management.ppt
Competency Based Interviewing Techniques.pdf